Being Googley Has Its Perks

I would like to begin by saying that I am usually not jealous or envious of many people but I have to say I am actually jealous of all the googlers. That being said I know now if I was to ever own my business I will make sure to first read Laszlo Bock’s book “WORK RULES! INSIGHTS FROM INSIDE GOOGLE THAT WILL TRANSFORM HOW YOU LIVE AND LEAD” I believe this book can help transform the way we conduct our businesses and how we treat our employees. It’s the new way of looking at the workforce, the old view was to invest in your business and not employees but new view is when you invest in your employees the rest will follow. Google’s HR along

General Environment. Today, Google, Inc. (hereinafter "Google" or "the company") competes in the global technology industry where in holds a leading position. The company remains committed to "improving the ways people connect with information" (Form 10-K, 2012, p. 3). The general environment in which the company competes is characterized by rapid growth as well as industry convergence as existing technologies and platforms are stretched to their limits (Hitt, Ireland & Hokisson, 2011). In this environment, Google has emerged as the major actor that is modeling the way for others. For

search engine, cloud computing). What I have learned from doing research on the company Google would be that they focus on diversity, data, and non-typical corporate practices. Data is at the central for a lot decisions Google makes. Besides data examined for typical corporate business, Google’s also considers employee operations. An example of this would be lunch lines (Google offers free meals and snacks to employees), to make the most optimal lunch line (to meet new people and to prevent waste of time), Google has taken data to find and state that the most optimal lunch line is 3 to 4 minutes.

Google is one of the most popular, and most used web search engines in the world. Google also has many services that helps you send mail, generate website pages, and create blogs. With all of these great tools come many great, user-friendly features specifically tied to Google. Google has vastly become one of the best search engines in the world, if not the best. Google averages about 12 billion searches per month, which is the most by any search engine in the world. Users can also search for photos, newsletters, and even geographic locations. The best part is, that all of these services are basically free. Google has also set to build more then just a search engine. Google is working on Google glass, self-driving cars, and even have a cell phone called the Android. Google also owns the rights to YouTube, where many users go to upload and watch countless videos. Another great thing the company is doing is spending money on alternative energy sources; last year Google spent 1 billion dollars trying to increase the use of wind and solar energy. Google is also fighting in D.C. to keep the Internet free for Americans. Lastly, Google has one of the best working environments in the world. Google has been the number 1 best company to work for 5 times in a row, including this year. They have been reported to the best human resources department in the world, taking their employee’s happiness over profit. There is no doubt in anyone’s mind that Google is not the best company to work

Wellness in the workplace needs to be taken seriously by all employers, and employees. There has been evidence that making sure employees eat healthier leads to lower call out rates and more savings on health plans. In an article in Employee Benefits magazine it states that “Wellness management does not need to be complicated, or costly. A few simple steps could help to mitigate long-term problems, such as introducing early intervention activities that red flag cases identified via an absence reporting mechanism, the proactive management of musculo-skeletal conditions and stress, introducing a smoking cessation program or running regular health wellbeing days. “Workplace wellness as a concept has been used extensively in recent years by management in business and industry, health professionals, fitness experts, and others. This is a policy that should be implanted in all jobs. Wellness may not

Health and wellness in the workplace is crucial to business success. Increasingly, it is recognized that the workplace itself has a powerful affect on people’s health. When people are satisfied with their job, they are more productive and tend to be healthier. When employees feel that the environment at work is negative, they feel stressed. Stress has a large impact on employee mental and physical health, and in turn, on productivity. Companies that promote healthy lifestyle habits for employees to improve their health, often take the success of the company to heart and are likely to be absent less often for health related reasons.

these objectives, leaders are not always trained to do so. By focusing on both formal and informal

Google is a multinational corporation that serves thousands of consumers worldwide. Through Internet related products such as Internet searches, maps, emails, mobile apps, and other online contents for users Google became the company it is today. Every employee of Google is different in his or her own way; making it a well-diversified organization similar to the global audience they serve. Google’s mission statement is to organize information from all around the world and make it universally accessible at a quick and orderly fashion. This means creating a search engine smart

I think that the most important aspect that you can take away from this article, and I can say from personal experience, is something that is very important in your job, is the managers and co-workers that you are involved with on an everyday basis. If you have good managers, you are going to like the job a lot more and want to stay there for a long time. If you are not fond of the mangers, or don’t like the work environment that they are operating under, it can make it very hard for you to come to work every day. The overall point of this article was in response to the program that Google created, called Project Oxygen, that’s main initiative is to consistently survey the employees on how their managers are performing, give feedback to those managers, and provide training so that Google is employing the best managers around. Google offers a very good overall package when it comes to how they run their company. Google operated under a “consensus drive” decision making model, which goes along with their original philosophy, to get everyone’s input on a certain situation, have everyone come up with possible solutions, and come to a compromised decision, and not just have one person calling all the shots. To make sure that Google was hiring the best people, they had a rigorous hiring process to make sure they had the top talent in

Google is a company that was conceptualized in a dorm room by two Stanford University college students in 1996 (Arnold, 2005, p. 1) and has morphed into one of the greatest technological powerhouses in operation today. What began as merely a means to analyze and categorize Web sites according to their relevance has developed into a vast library of widely utilized resources, including email servicing, calendaring, instant messaging and photo editing, just to reference a few. Recent statistics collected by SearchEngineWatch.com reflects that of the 10 billion searches performed within the United States during the month of February, 2008, an impressive 5.9 billion of them were executed by Google (Burns, 2008). Rated as Fortune Magazine’s

Even though I believe Google’s management system to be effective and the article’s explanation of the system to be credible and valid, I do not believe it will fit the culture of my company. Working in the restaurant industry, our employees are not as technically minded as the employees of Google. From experience, direct management and more guidance are needed in a customer-service directed atmosphere. While my boss may find the surveys and employee improvement strategies to be helpful, Google’s exact system is not comparable to the restaurant industry.

Google’s recruitment team is known for implementing an idiosyncratically intense hiring process. Every year Google receives over 3 million applications. But Google hires about only 7,000 or about 0.2%, said at LinkedIn’s recent Talent Conference by company’s HR boss Laszlo Bock, according to Quartz [1]. It is noticed that the hiring rate is lower than the acceptance rate of the top universities like Harvard, Stanford and MIT.

Google’s human relations and human resource management styles have changed the way that companies will be managed in the years to come. Google’s model of motivation and leadership tears down the traditional scientific management theory which focuses on results rather than the employees who deliver those results. The Vice President of People Development at Google stated that the company’s strives “to create the happiest, most productive workplace in the world. It’s less about the aspiration to be No.1 in the world, and more that we want our employees and future employees to love it here, because that’s what’s going to make us successful” (Smith,2014). Google shows employees they are valued and constantly motivates them in the workplace by creating a culture that fulfills their needs in all aspects. The office design, the management style, policies, and perks/benefits all put the employee first.

Google’s executives and founders appreciate how the start of Internet technology has improved the way business is handled and how people conduct business with various companies. This information has made them successful and influential. The same could be said about the founders of Facebook, Craigslist, Wikipedia, Amazon, and Digg. According to Jeff Jarvis in What Would Google Do?, these business leaders see the world in a different way and they are totally changing all past ways of thinking. Jarvis thinks that the greatest way to take action to the enormous changes happening in the business world is to seek what these new leaders would do. Through analyzing the way Google would handle situations, Jarvis offers a set of Google regulations that businesses can adopt to function—new rules for a new age. Next, he proposes ideas about how various enterprises would be transformed if they applied the Google rules to their industries. Lastly, he discusses how Googlethink is affecting society and future generations. When faced with a challenge, business leaders should ask themselves: WWGD? By answering, organizations can begin to better navigate a world that has been changed radically and forever by Internet technology.

Google is one of the biggest company in the world. It was founded in 1998; it was developed to serve hundreds of users around the world. Now, it is working on an innovative business model of attracting an internet user and earning revenue from targeted advertising. The mission statement of Google is “to organize the world’s information and make it universally accessible and useful”. This Google’s mission has shown advantages for the organization and earned benefits and also made it top over its rivals. It went global and established branches all over the world and offered its services in all local languages, this helped the company gain an advantage over its competitors.